Tag: VA

Hiring a virtual assistant needs proper planning and scrutiny so as to maximize on the scope of work that is to be done promptly. Many people blindly follow people’s advice regarding virtual assistants and end up messing their business. Before you take the first step in recruiting a virtual assistant you need to ensure that you understand the details of the scope of work needed. This should include a projection of jobs that may come shortly. Here are some mistakes to avoid when hiring a virtual assistant service

What to avoid when hiring a virtual assistant

Use of underrated systems when recruiting

Any entrepreneur who desires to use virtual assistant service must invest in a robust system in doing the recruitment. Those entrepreneurs who rely only on the curriculum vitae usually get a misrepresentation of candidates. Those candidates must be tested on their proficiency ranging from fundamentals of Microsoft Office skills to specific technical skills required in the scope of work to be done. The system should also be able to do give a report of the candidate’s profile such situational reasoning. This is the only way one can get a candidate who matches the required skills.

Failure to pick candidates from a team of interviewees

One of the biggest mistakes done when hiring a virtual assistant is picking the first candidate you come across. The best approach is to shortlist some candidates, interview them on various aspects of their skills and then determine the best from a pool of individuals. One should not only focus on individuals who have the experience but those who can display the right skills to complete a given task. Interviewing different candidates may open your mind on other skills that may be important in your business, but you did not think about them in the first place.

Lack of right control measures

A good number of entrepreneurs who have had a bad experience with virtual office assistant did not put in place the right control measures for the job. When hiring a virtual assistant, one must ensure that their candidate is willing to comply with the set guidelines. Many people tend to assume that any candidate will comply with the set regulations. The agreement should be set from the beginning, and the cause of action in case of failure stated before any engagement is done.

Ignoring differences in cultural and social backgrounds

Just like in any other job, a person’s culture and social background may play a big role in determining their commitment and efficiency. A person’s culture represents the values and norms that they believe in. These values are passed down from different generations. If you suspect the background of your candidate is not okay, it is better to work with other alternatives. This usually comes in handy on issues of honesty especially when the workload is bulky, and you do not have the time to go through the details.